The Impacts of Human Resource Management Practices on the Performance of Enterprises in Abidjan(Cte d'Ivoire)

In this paper,we theorize about the impacts of human resource management（HRM） practices on enterprises＇ performance in Abidjan（Cote d＇Ivoire）.Specifically,we emphasize the correlation between HRM practices and the perceived enterprise performance.A factor analysis of different HRM practices was utilized.The exploratory factor analysis on the HRM practices for managerial employees revealed three HRM dimensions：employee development,feedback systems,and pay/organization.A separate factor analysis for HRM practices for non-managerial employees led to the same conclusions.These three factors resemble those obtained in previous empirical study and discussed in the theoretical HRM literature.Therefore,the relationship among these three HRM dimensions and their relationship with enterprise performance was examined in the present study to facilitate comparison between managerial and non-managerial employees in the Ivorian context.

Research on organizational performance in human resource management practices

In this paper, we analyzed the status of human resource management practices in western China state-owned and state holding enterprises azld private enterprises, and found that there are differences in the nature of the business combination of different patterns of human resource management practices.

Resolution of Relationship between Organizational Performance and Human Resource Management through Nonlinear Modeling

The relation between the HRM and the firm performance is analyzed statistically by many researchers in the literature. However, there are very few nonlinear approaches in literature for finding the relation between Human Resource Management (FIRM) and firm performance. This paper exposes the relationship between human resource management and organizational performance through the use of nonlinear modeling technique. The modeling is proposed based on Radial Basis Function (RBF) which is nonlinear modeling technique in literature. The relation between 12 input and 9 output parameters is investigated in this research that is collected between 54 companies in Turkey which indicated that the relationship between organizational management performance and relationship management can be modelled through nonlinearly.

Research on the Ethical Principles of Enterprise Human Resources and Performance Management

In this paper, we conduct the research on ethical principles of enterprise human resources and performance management. After entering the 21 st century, great changes have taken place in the human society, began to turn industrial economic era to knowledge economic era, Global economic integration and to raise the level of competition makes any organization has to make full use of all their resources to ensure its survival and development. As an important organizational resource of the human resources has been more and more attention. Western countries as the most developed country in the world, is also the birthplace of the human resources management related theory and application of the more successful, select an object to the west as the comparison of the Chinese, to promote the improvement of Chinese enterprise human resources management is of great significance. Therefore, we conduct research on the topics which holds special meaning.

Construction of Human Resources Management Practice Teaching System base on Applied Talents Training

Along with the society＇ s stronger demand for practices of students of human resources management （HRM）, the construction of practice teaching system shall be the key channel for the cultivation of practice talents, especially in local universities and institutions. Combining with the practice of HRM construction in Langfang Teachers University, based on the introduction about the necessity of construction of practice teaching system, the construction content, guarantee measures, and implementation effect of practice teaching system for the cultivation of applied talents of HRM are out forward in this paper, which is in favor of the cultivation of applied talents of HRM.

Convergence or Divergence Between European Human Resource Management and American Human Resource Management

Major indicator of firm performance is business performance. Aims of firms and managers are to achieve firm performance. Human resource management （HRM） aims to achieve individual performance in order for firm performance. Because individuals （professionals） may have an impact on business performance. European HRM is adopting principles of American HRM. This is convergence. There are two factors that may affect divergence between Europe and USA. Divergence factors are social awareness and economic viewpoint difference. First of all, European firms consider social partners in HRM. Secondly, EU is regulated market economy and USA has liberal market economy. That may create divergence between Europe and USA.

Stages, Content, and Theory of Strategic Human Resource Management （SHRM）： An Exploratory Study

This study discusses ＂theory of strategic human resource management （HRM） has an impact on research topic of this study is to discuss SHRM resource management （SHRM）＂. Theory of SHRM is that human firm performance through employee performance. Therefore, the theory. Research method is literature scanning. Research findings are, firstly, that strategic HRM can be defined with employee/firm performance relationship. Secondly, this study depicts its own SHRM model. In this model, HRM practices develop individual performance of employees in organizations, and individual performance increases performance of business departments, such as supply department, finance department, marketing department, logistics department, etc., and performance of business departments has an impact on firm performance. Furthermore, this study makes its SHRM definition. So far, there have been two definitions of SHRM in literature studies. The first definition identifies SHRM with corporate strategies and competitive advantage. The second definition describes SHRM with HRM-firm performance relationship. This study makes the third definition, namely, SHRM is employee/firm performance relationship, and this definition is figured in an SHRM model in this study.

How cultural differences impact on human resource practices

Nowadays, hundreds of companies operate internationally. Increase with internationalism, multinational companies need to consider their local/host country cultureimpact on the countries they operate within, and cultural values that exist. It involves MNEs and global companies which are operating broadly to adjust and apply new policies, practices and procedures to fit different culture over the countries. However, there are likely to have some failure and challenges at international level of the company due to differences between the countries. Culture has a significant influence on international HR practices and the manner in which management problems and situations are seen. So, this has been justified that similar human resource practices may not result in same outcome in different context of cultural diversity. Therefore, this essay intent to demonstrate how cultural differences impact on international HR practices, particularly performance appraisal as well as recruitment and selection orocess.

Research on the Human resource management of Lenovo Group

As the times of knowledge-based economy comes, if the enterprise wants to gain dominant position in the international arena, it must pay attention to the human resources strategy. Firstly, this paper defines the basic theory of human resource management, and then in Lenovo case, this paper focused on analyzing Lenovo＇s acquisition of IBM＇s PC business, analyzed the condition of Lenovo PC business and mobile Intemet business by using traditional Boston matrix, and concluded that effect of Lenovo acquisition is not significant, then put forward some improving measures.

Applied research of human resource management theory in college student management

Human resource management is the active procedure of planned control and coordination that an organization trains, selects and evaluates human resource in the organization in order to achieve their goals and improve efficiency, through psychology, management, sociology and other related knowledge. Human resource management focuses on the cultivation and development of personnel. College student management also needs selection and cultivation of personnel and improve the level of student management. This paper mainly bases on our own working practices to discuss about the application of human resource management theory in the management of the college students.

Research on performance management of PN company

To establish scientific and effective performance management system is one of the important tasks of establishing a modem enterprise human resources management. Based on modern management concept of human resources, this thesis discusses how the newly set-up Chinese private high-tech manufacturing enterprise effectively import performance management system, design and implement the system and put it into application. With application of performance management related theory, the thesis analyzes the characteristics of current stage of enterprise development, designs the construction process of performance management system, and illustrates the detailed implementation method.

Strategic management in the establishment of a magnet hospital: A nursing staff perspective

Magnet hospital certification has a reputation for being one solution to nurse recruitment and retention. It is a matter of priority for hospitals to identify and enhance the basic organizational social structures which promote the development and maintenance of magnetism. A total of 436 valid self-administered questionnaires were collected from nurses. Paired sample t-tests, importance-performance gap analysis andANO-VAwere applied. The aims of this study were to investigate the key factors in and the gaps between nurses’ perceptions and hospital performance in areas contributing to magnetism. The results showed that Salary structure, welfare, and manpower deployment were the key forces of magnetism influencing nursing practice. Public and private hospitals showed significant differences in manpower deployment and nurse-patient relationships. Nurses who rotated shifts were more dissatisfied with their hospital scheduling system. Therefore, personnel policies and program are the primary forces in the development of a magnet hospital. Considering the demand for flexible scheduling of nurses, providing a supportive work environment, and keeping pace with today’s changing health care environment could achieve better outcomes for nurses, patients, and hospitals. These findings provide a reference to help set priorities for the implementation and development of effective strategies with limited resources. Public hospitals should take the lead in promoting magnet hospitals and set up reasonable salary systems, nursing workforce standards, and administrative support in order to attract and effectively retain nurses.

Study on the Current Situation of Work Performance in Telecommuting Mode Based on SWOT Analysis under the Epidemic——Taking HT Group Ltd.as an Example

In order to study the problems related to employees'work performance in telecommuting mode,the study used questionnaires to collect survey data on 62 employees of HT Group Ltd.and analyzed the survey data using SWOT analysis.The study found that the existing performance appraisal system is not applicable to telecommuting mode,and there is a problem that the leave system is difficult to implement,which is not conducive to better development of the company.However,in the telecommuting mode,employees'work efficiency is improved because there is no commuting pressure as well as less outside interference.This study provides theoretical support and policy suggestions for enterprises to improve employees'work performance in telecommuting mode.

发展型人力资源管理实践对员工主动变革行为的影响机制:中庸思维的调节作用

作为新兴的人力资源管理实践,发展型人力资源管理实践能够对员工的工作动机、行为产生积极影响。然而,在中国本土文化情境下,鲜有文献涉及发展型人力资源管理实践如何影响员工主动变革行为。基于资源保存理论和“能力—动机—机会(AMO)”框架,探讨发展型人力资源管理实践对员工主动变革行为的影响机制和边界条件。通过对三阶段349份有效样本的分析发现,发展型人力资源管理实践对员工主动变革行为具有显著正向影响;员工工作重塑在发展型人力资源管理实践与员工主动变革行为间发挥部分中介作用;中庸思维会进一步强化发展型人力资源管理实践与主动变革行为间关系,且该调节效应会被工作重塑中介。

感激导向人力资源管理实践的驱动机制及其作用机理

目前关于战略人力资源管理实践的研究过度关注结果导向而忽视了员工福祉,员工作为企业最重要的资源,其付出需要组织给予认可与肯定。然而,感激导向人力资源管理实践是由何种因素形成,又会给组织、部门及个体带来何种影响,既有文献缺乏系统思考和实证研究。鉴于此,本文将探究中国情境下感激导向人力资源管理实践的驱动机制与作用机理。首先,探讨感激导向人力资源管理实践的形成因素。其次,探讨感激导向人力资源管理实践对组织韧性与企业社会责任的影响机制。再次,探讨感激导向人力资源管理实践对领导感激表达的影响机制。最后,探讨感激导向人力资源管理实践对员工帮助行为的影响机制。本文拓展了工作场所组织感激的研究视角,为组织优化人力资源管理实践提供参考和借鉴。

基于以提升就业能力为主的人力资源管理专业实践教学研究

随着信息化、数字化时代的发展,企业对“人力资源管理者”的核心技能、职业素养的要求,逐渐提升。但当前,很多院校存在着课程内容与课程体系的不合理,教学模式的滞后以及教学能力的薄弱等问题,导致学生的实践能力、应用能力、创新能力不强,难以满足企业发展的需求。为此,本文结合就业能力的构成要素、影响因素及问题,提出科学合理的改革策略。以期提升人才培育的质量,推进学生健康、快速的发展。

新农科建设背景下农林高校人力资源管理专业实践教学体系构建探索

加快建设农业强国,人才是关键。在加强新农科建设的背景下,农林高校的人力资源管理专业人才培养必须体现农林高校的办学特点。面对全面推进乡村振兴、推进城乡融合发展、发展农业新质生产力、建设农业强国的新要求,农林高校必须以培育学生的“知农爱农、强农兴农”情怀为价值导向,以培养和提升学生服务“三农”的实践能力为目标,加强顶层设计、注重整体谋划、遵循培养规律、抓实运行反馈,构建既符合国家战略和经济社会发展要求,又符合学生学情的科学性、规范性、可行性、闭合性专业实践教学体系,整合各类教学资源,加强学生的实践能力培养,为促进农村经济社会的发展,推进农业农村现代化,建设农业强国提供重要的人才支持。

高承诺人力资源管理、延迟退休意愿与工作绩效——基于团队层面的研究

本文以国有银行网点团队为例,运用多层次回归模型,探究在团队层面,高承诺人力资源管理实践氛围水平对团队延迟退休意愿、团队绩效的影响以及氛围强度的调节作用。通过对113个工作团队和901名成员的问卷调查数据进行多层次回归分析,研究发现团队层面高承诺人力资源管理实践氛围水平与团队延迟退休意愿显著正相关,延迟退休意愿在氛围水平和团队绩效之间起到中介作用,而氛围强度则调节了氛围水平与团队延迟退休意愿之间的关系。本研究的相关结论对于探究团队绩效的影响因素、厘清团队延迟退休意愿的作用机制以及延迟退休相关政策的制订等具有一定的指导意义。

基于医院人力资源管理信息系统的绩效管理分析

现如今的医院发展速度不断加快,人力资源管理信息系统的建设,能够朝着全新的思路、方法来完成,尤其是在绩效管理方面,正不断地投入较多的努力,其目的在于更好改善固有的缺失和漏洞。文章通过对人力资源管理信息系统进行分析,研究医院人力资源绩效管理数字化方面的问题。以此介绍了医院人力资源管理信息系统的总体架构和功能模块设计,分析系统在人力资源管理各个环节的应用。此外,针对医务人员绩效考核方式的复杂性,在系统的分析中,阐述完善考核的对策。本研究通过系统分析,为相关医院进一步提升管理效率和服务质量提供参考。

浅谈绩效考核在现代企业人力资源管理中的运用与优化

在当今竞争激烈的商业环境中,现代企业对员工的绩效表现越来越重视。因此,绩效考核作为一种重要的人力资源管理工具,被越来越多的企业应用于员工评估和激励中。绩效考核不仅可以提高员工的工作积极性和绩效水平,也可以促进企业发展和提高竞争力。文章将综合论述绩效考核在现代企业人力资源管理工作中的运用以及优化措施,旨在为企业增强绩效考核效果提供有益参考。